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of the city's classifications are reviewed by dhr and i know dhr did work with the treasurer's office to identify the appropriate classifications. the09 53 position, just the salary and range for that position is $125,000 to $159,000 on an annual basis. i think the information reflected in the budget analyst's report is the fully-loaded costs meaning the fringe benefits and the salaries as well. the deputy director 3 the 0 53 as i understand is the appropriate deputy director level for the treasurer's office based on their organizational structure, which uses the 0953 classification. >> if i just take a look at the high-end of that classification, at $159,000, and i'm multiply it .42, i still only get $226,000, so i just wanted to understand what the differential was. why don't we go to the budget analyst's report. >> madame chair and supervisor avalos, yes, that number in our report on page 6 in table 2 does reflect fringe benefit costs. on page 6 we report that the proposed supplemental appropriation ordinance includes funding, requests of five new positions that includes one per
currently do you have on-site a dhr staff or do you receive services from dhr? i'm just trying to understand what your structure is currently is for human resource support. >> let me bring up our deputy director to talk about that. >> through the chair, we do have a 1244 in existence right now in the office. we are requesting an additional 1244 to deal with what we foresee over the next five years, a lot of the position-based testing that we'll have to do, which most position-based testing, each test is taking upwards of 3-5 months to dot testing and requirements for those. so we want to begin the process to begin hiring the auditors that are necessary for the growth we'll have to do for gross receipts. in addition, the large volume of staff that we'll be bringing on, we need additional human resources to just manage the hr issues pertaining to the number of staff. right now we have not been able to sufficiently meet the needs the division. >> would the intention be that they would -- because there is so much demand on the position-based testing and recruitment component you may flex b
to do the position-based testing, someone to do, you know, more work, so i have talked to dhr, and they would like us not to have a work order, but have it as the ability for us to use them if we need, but not have them balance their budget around assuming that we are going to pay that. which i think is a good idea. so that was one of the things that, you know, i mean, we are hoping that will be in a good position by the end of this year, but in the event that we aren't. then we need to have somebody working with us dedicated to us. >> >> so in terms of revenues, this is a chart that shows that we continue to see growth, especially from 2013, through what we are proposing in 13/14, the budget, we have been reporting for the current year, we are projecting a 12 percent increase in charges for service. as you know we are seeing a lot of activity and the acting director will go over the major projects later. what we are proposing is to keep to not increase the charges for service above what the projection is. so in other words, budget for next year, the same level that we are rig
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